For years, change management has been treated like an afterthought – a few emails, a training deck, maybe a communication plan thrown in before go-live. The focus? Manage resistance. Check the box. Move on. But let’s be honest – that model doesn’t drive real adoption anymore. And in today’s environment – shaped by AI, rising employee expectations, and constant change – it’s not just outdated. It’s irrelevant.
In an AI-powered world, change can’t be managed – it has to be designed. AI makes change faster, but it’s great design that makes it stick.
True adoption isn’t about training; it’s about behavior. And behavior change doesn’t come from simply telling people what to do. It comes from designing experiences that make people want to do it. It’s flexible. It’s adaptable. It’s grounded in behavioral science and shaped by culture.
And most importantly, it’s built in from the start – just like product design.
The New OCM Approach: Creating Demand, Not Managing Resistance
The most forward-thinking organizations aren’t “managing” change – they’re designing for it.
They’re shifting from generic training plans to human-centered, AI-enhanced strategies grounded in real insight. We see organizations co-creating change experiences using behavioral nudges, habit-building, and cultural alignment – while embedding change into the flow of work with smart tools like micro-videos and just-in-time nudges.
This isn’t theory – it’s a practice that integrates seamlessly into project execution, using data and AI to personalize adoption strategies and accelerate business impact. And it starts earlier than ever, with effective change leadership embedded from day one – to make adoption feel seamless and personal.
Here’s how the shift looks:
Speed to market isn’t just desirable – it’s essential. Eighty percent of recently surveyed CTOs view rapid software updates as fundamental to gaining and sustaining competitive advantage. Digital Engineering rises to this challenge by blending agile methodologies with intelligent automation.
- Rapid Deployment Pipelines: Automated Continuous Integration/Continuous Delivery (CI/CD) systems enable teams to confidently release updates and new features multiple times a week – even multiple times a day – accelerating enhancements and overall responsiveness
- Adaptive Team Culture: Encouraging a sense of ownership and shared responsibility eliminates traditional bottlenecks. Cross-functional teams collaborate seamlessly, rapidly turning new ideas into reality
Embedding speed into engineering culture enables businesses to quickly pivot when external forces hold sway, allowing them to respond decisively, rather than being restrained by lengthy approval processes or rigid project timelines.
The Old Way
- OCM is a phase at the end
- Training & communication = adoption
- Resistance is managed
- Success = training completions
The New Way
- OCM is built from the start – like product design
- Behavioral nudges, habit-building, and cultural emphasis = adoption
- Demand is created through relevance, co-creating and value
- Success = business outcomes, adoption, and engagement
Change is a Product, Not a Process
We don’t just train users – we design behavior-driven experiences that make adoption feel natural, intuitive, and valuable. Change today isn’t a checklist – it’s a designed experience, grounded in a Prepare → Enable → Adopt framework that drives momentum from the start.
We use real-time data, AI analytics, and reusable tools to engage people in the flow of work – not just before go-live, but long after. Because real adoption isn’t about managing change – it’s about building cultures of adaptability. It’s not about pushing information – it’s about sparking conversations that lead to lasting behavior change.
This shift isn’t all about better engagement – it’s about better outcomes.
Change today must be smarter. More human. It must be powered by insight and driven by design. It’s not one-size-fits-all – it’s personalized, flexible, and relevant. The tools? AI, real-time feedback, short-form video, and data you can act on. The result? Adoption that sticks – and business results that matter.
Because change isn’t something to survive. It’s something to lead.
Rethink OCM. Lead Change Differently
The new way of change isn’t softer – it’s smarter. It’s strategic. More connected. More human. It places people at the center, not just processes. It values outcomes over activity. And it’s already reshaping how successful transformations take hold.
In the coming weeks, I’ll break down what it really takes to drive adoption today – no fluff, no outdated playbooks. This isn’t about managing change. It’s about redesigning how we lead it.
- Why we say people matter – but still don’t act like it
- Why strategic questioning for change is different from everyday leadership inquiry
- What happens when the business is “on the hook” – but no one’s really ready
- Where AI can support change – and where it still falls short
- How to pull people in and build demand – instead of pushing messages and managing resistance
Are You Ready?
If any of this resonates, stay tuned because this isn’t just a shift in tactics – it’s a shift in mindset, and we’re just getting started.
Learn more about Trissential’s Strategy & Organizational Effectiveness Services: Organizational Effectiveness | Strategy & Management Consulting
Talk to the Expert
Wanita Thostenson – Organizational Effectiveness Director
wanita.thostenson@trissential.com
